Best Practices are so yesterday! They are sourcing and recruiting techniques designed for a time that has passed.
Next Practices are strategies and tactics for winning the real War for the Best Talent – the one you actually face today and will face tomorrow. They modernize your approach to:
- Job Posting
- Social Recruiting
- Candidate Engagement
- Optimizing the Candidate Experience
- Managing Your Own Recruiting Career
so you maximize your success.
The book is composed of short, straight-to-the-point essays that can be read in ten or fifteen minutes and still transport you to a whole new dimension in the state-of-the art for recruiting and sourcing talent. With titles like Become a Talent Whisperer, Post-Social Recruiting, The Inconvenient Truth of Recruiting and Don’t Post a Job, Advertise Respect, they are sure to entertain and enlighten you.
So, don’t recruit with yesterday’s techniques. Get Next Practices and start recruiting right now with the next generation of recruiting mastery.
The book is available on Amazon. Click here to place your order.
Don’t Be a One-Trick Pony in Recruitment
Trying to recruit top talent with a single technique is like trying to win a football game entirely by passing or trying to win The Voice by singing the same song over and over again. It’s possible to succeed, but the odds are definitely not in your favor. The only way to win the War for the Best Talent is to wage a multifaceted campaign that is both targeted and consistent.
Two rules dictate the current talent acquisition ecosystem:
- The Golden Rule of Recruiting states that what you do to recruit the best talent will also recruit mediocre talent, but the converse is not true. In other words, aim high to recruit high.
- The Silver Rule of Recruiting states that the best way to recruit top talent is to use a lot of different ways. In essence, there is no silver bullet in contemporary recruiting, but there is an expanding array of techniques which can be tapped to create an effective strategy.
A recruiting campaign should not be tailored to some conscious or unconsciousness view of the “generic candidate,” but rather to the specific attributes and behaviors of “A” and “B” level performers. While there are a number of such factors, perhaps the most important is that these individuals cannot be categorized as job seekers – even passive ones. They don’t think of themselves as job seekers, nor do they act that way. They are best described as “career activists.”
Career activists never, ever look for a job, but they are almost always on the lookout for a career advancement opportunity. They don’t care about the requirements and responsibilities of an employer’s open position, but they are very interested in WIIFT – what’s in it for them should they take a particular job.
They are also almost always employed, so they have choices. They can listen to the regular entreaties of recruiters or to the love song of their current employer or both. Unlike active job seekers, they aren’t desperate for an offer because they have plenty.
And finally, career activists are not herd animals. They are independent and free thinking when deciding where they will hang out online, what they will read in the real world and with whom they will interact in both venues.
Constructing a Campaign for Top Talent
There are four steps to constructing an effective campaign for “A” and “B” level performers.
Step 1: Avoid the Ready, Fire, Aim mistake. Design every tactic that’s used, every interaction that occurs and every communication that’s sent to candidates to reflect the attributes, interests and goals of career activists. From the simple choice of words – avoid the term “job seeker” on your corporate career site, for example – to the way a job posting is written, aim first and always at your target demographic.
Step 2: Determine what you stand for. Use a consistent message in every job posting, email, InMail, print ad, career fair handout and phone call for, to and with candidates. The lens for that consistency is your employment brand. That statement should identify the key aspects of what it’s like to work in your organization. Why? Because research by the Recruiting Roundtable has found that it is the key trigger for piquing the interest of top talent.
Step 3: Be more than a one trick pony. Build a multifaceted sourcing and recruiting campaign that is tailored to the behaviors of top talent online and off. Use a focus group of current high performing employees in your target demographics to identify which techniques (e.g., recruitment advertising, networking, career fairs) to use and where to use them (e.g., which job boards, association career centers, social media sites) . Then, deploy the campaign so that you are continuously probing the full range and depth of the “A” and “B” populations your employer wants to hire.
Step 4: Don’t count on blind luck. Measure the outcome of each tactic and venue that’s used to determine its effectiveness. Metrics are idiosyncratic to each organization, but typically involve touches (i.e., the traffic that’s generated among top talent), conversions (i.e., the number of applies that occur) and/or the number of applies accepted for an interview (i.e., the quality of the candidates attracted). Those evaluations should then be rolled up into an assessment of the overall campaign based on the number of new hires it produced, and that insight in turn should be used to revise and refine the campaign as necessary.
The War for the Best Talent can’t be won with a single recruiting technique or a single Web-site. It requires, instead, a multifaceted campaign that is continuously measured to ensure it is targeted at top talent and consistently delivers a message which resonates with them.
Thanks for reading,
Visit me at Weddles.com
The Recruiting Resources You Deserve
The best recruiters use the best resources to get the job done. And, when it comes to reaching top talent online, their choice is clear. It’s WEDDLE’s Books. Get yours today!
WEDDLE’s Guide to Employment Sites on the Internet. This is the 11th edition of the Guide the American Staffing Association called the “Zagat” of job boards and social media sites.
The Talent Sourcing & Recruitment Handbook. This is Shally Steckerl’s tell-all guide to his sourcing secrets and cybersleuthing for hard-to-find talent.
WEDDLE’s Guide to Association Web Sites. This book details the recruiting resources and capabilities that are available at the Web-sites of over 3,000 professional and technical associations.
Finding Needles in a Haystack. This one-of-a-kind guide lists over 25,000 keywords and keyword phrases, across 5,400 job and position titles in 28 industries and professions.
2014 User’s Choice Award Winners
If you’re tired of reading the pundits’ picks for the best employment sites on the Web, here’s the alternative you’ve been looking for.
Each year, WEDDLE’s hosts an online poll for job seekers and recruiters to vote for THEIR picks of the best sites. We call it the User’s Choice Awards.
To see the 2014 winners, click here.
To cast your vote for next year’s winners, click here.
A One-of-a-Kind Recruitment Tool
WEDDLE’s Directory of Employment Web Sites is a one-of-a-kind database of job boards, social media sites, career portals, aggregators, employment-related search engines, job ad distribution companies, recruitment blogs and other recruiter resources. Its 9,000+ entries are organized by occupational field, industry, geographic focus and other specializations (e.g., diversity, veterans).
If you want to:
- Develop a pinpoint targeting strategy for your recruitment advertising,
- Identify the best social media sites for connecting with top talent,
- Improve the quality of the applicants you source online,
- Sell products and services to job boards and other employment Web-sites
then the WEDDLE’s Directory is for you!